Printer-Friendly Version
March 2, 2009
Dear Name*:
Enclosed is the response to
your request for an opinion letter signed by the then Acting Wage and Hour Administrator
Alexander J. Passantino on January 16, 2009 and designated as Wage and Hour
Opinion Letter FLSA2009-24. It does not appear that this response was placed
in the mail for delivery to you after it was signed. In any event, we have
decided to withdraw it for further consideration by the Wage and Hour
Division. We will provide a further response in the near future.
The enclosed opinion letter,
and this withdrawal, are issued as official rulings of the Wage and Hour
Division for purposes of the Portal-to-Portal Act, 29 U.S.C. § 259. See
29
C.F.R. §§ 790.17(d), 790.19;
Hultgren v. County of Lancaster, Nebraska, 913 F.2d 498, 507 (8th Cir.
1990). Wage and Hour Opinion Letter FLSA2009-24 is withdrawn and may not be
relied upon as a statement of agency policy.
Sincerely,
John L. McKeon
Deputy Administrator for Enforcement
FLSA2009-24
This Opinion Letter is withdrawn. January 16, 2009
Dear Name*:
This is in response to your request for an opinion regarding
whether your client’s proposed pay system complies with the
fluctuating-workweek method of payment under 29
C.F.R. § 778.114.[1]
Based on the information provided, it is our opinion that the proposed system
complies with the fluctuating-workweek method.
Your client proposes to pay certain non-exempt employees a
fixed salary that will compensate them for all hours worked, whether few or
many, and, in addition, to pay them a “double-time” premium for hours worked on
a Sunday or a holiday. The double-time premium is calculated by taking the
employees hourly rate (salary divided by 40), multiplied by the number of
Sunday and/or holiday hours worked, multiplied by .5, and multiplying the
resulting product by two.[2]
You provide three examples to illustrate the proposed method based on a weekly
salary of $1000:
If an employee works 45 hours Monday through Friday:
$1000 / 40 hours = $25 per hour
$25 x 5 hours x .5 = $62.50
overtime compensation
$1000 + $62.50 = $1062.50
If an employee works 40 hours in the workweek, including
five hours on Sunday:
$1000 / 40 hours = $25 per hour
$25 x 5 hours x .5 x 2 = $125 Sunday
premium compensation
$1000 + $125 = $1125
If an employee works eight hours on Monday, Tuesday, and
Wednesday of Thanksgiving week and works four hours on Thanksgiving:
$1000 / 40 hours = $25 per hour
$25 x 4 hours x .5 x 2 = $100 holiday
premium compensation
$1000 + $100 = $1100
You state that in overtime weeks, the premium pay for
holiday and Sunday work is not added to the regular rate pursuant to 29 U.S.C.
§ 207(e)(6).
The FLSA requires that overtime
compensation be paid at a rate of not less than one and one-half times the
regular rate of pay for all hours worked in excess of 40 in a workweek. The
regular rate of pay of an employee "is determined by dividing his total
remuneration for employment (except statutory exclusions) in any workweek by
the total number of hours actually worked by him in that workweek for which
such compensation was paid." 29
C.F.R. § 778.108. Section 207(e) of the FLSA
requires the inclusion in the regular rate of pay all remuneration for employment except certain specified types of
payments including, in relevant part, premium payments paid for working on a
Sunday or a holiday. 29 U.S.C. § 207(e)(6).
29 C.F.R. § 778.114 provides an illustration[3]
of how the regular rate is determined in the case of an employee working
varying hours who receives an agreed upon salary intended by the parties to
cover all hours worked. See also Overnight Transp. Co. v. Missel, 316 U.S. 572, 580 (1942) (“It is this quotient which is the ‘regular rate at which an employee
is employed’ under contracts of the types described and applied in this
paragraph for fixed weekly compensation for hours, certain or variable.”). According to section 778.114(a), a salary paid based on the
fluctuating workweek method is intended to compensate an employee “for whatever
hours he is called upon to work in a workweek, whether few or many.” In
addition, paragraph (c) of that section requires that “the employer pays the
salary even though the workweek is one in which a full schedule of hours is not
worked.” Thus, the fixed salary is the employee’s straight time compensation,
both “for long workweeks as well as short ones.” 29 C.F.R. § 778.114(c).
Receipt of additional bonus payments does not negate the fact that an employee
receives straight-time compensation through the fixed salary for all hours
worked whether few or many, which is all that is required under § 778.114(a).
Thus, where there is a
clear mutual understanding of the parties that the fixed salary is compensation
(apart from overtime premiums) for the hours worked each workweek, whatever
their number, rather than for working 40 hours or some other fixed weekly work
period, such a salary arrangement is permitted by the Act if the amount of the
salary and any bonuses, premium payments, or other additional pay of any kind
not excluded from the regular rate under section 7(e)(1) through (8) of the Act
is sufficient to provide compensation to the employee at a rate not less
than the applicable minimum wage rate for every hour worked in those workweeks
in which the number of hours the employee works is greatest, and if the
employee receives extra compensation, in addition to such salary, for all
overtime hours worked at a rate not less than one-half the employee’s regular
rate of pay.
Your client’s proposed plan
appears to be consistent with regular-rate principles as applied in the
fluctuating-workweek context. The salary paid by your client appears sufficient
to compensate each employee at a rate not less than the current federal minimum
wage rate for each hour worked in any workweek, and the employees receive the
salary regardless of the number of hours worked. Additionally,
the employees are paid overtime compensation for all hours over 40. As
long as your client and the employees paid under the
proposed plan have a clear understanding that the fixed salary paid to them
shall be straight-time compensation for whatever number of hours they work, the
fluctuating workweek method may be used. Further, if such an understanding
exists, the fact that the regular rate is determined by dividing the salary by
40, instead of the actual number of hours worked, does not prevent use of the
fluctuating workweek method. See Wage and Hour Opinion Letter October
31, 2002 (copy enclosed).
Finally, pursuant to 29 U.S.C. §
207(e)(6), the Sunday and holiday premiums are properly excluded from the
regular rate when computing the additional half-time required under the
fluctuating workweek method and may also be credited against any overtime due
under section 207(h)(2).
Therefore, based on the
information provided, it is our opinion that the proposed compensation system
complies with the FLSA.
This opinion is based exclusively on the facts and
circumstances described in your request and is given based on your
representation, express or implied, that you have provided a full and fair
description of all the facts and circumstances that would be pertinent to our
consideration of the question presented. Existence of any other factual or
historical background not contained in your letter might require a conclusion
different from the one expressed herein. You have represented that this opinion
is not sought by a party to pending private litigation concerning the issues
addressed herein. You have also represented that this opinion is not sought in
connection with an investigation or litigation between a client or firm and the
Wage and Hour Division or the Department of Labor.
We trust that this letter is responsive to your inquiry.
Sincerely,
Alexander J. Passantino
Acting Administrator
*
Note: The actual name(s) was removed to preserve privacy in accordance with 5 U.S.C. § 552(b)(7).
[1]
Unless otherwise noted, any statutes, regulations, opinion letters, or other
interpretive material cited in this letter can be found at
www.wagehour.dol.gov.
[2]
Although the employees’ Sunday and holiday pay is
multiplies by .5, this method results in a true double-time premium because the
employees are already compensated straight-time pay for the holiday and Sunday
work through their salary.
[3]
Part 778 is interpretive rather than regulatory
in nature and, therefore, is simply one in a series of examples of how the
regular-rate principles of §
778.109 apply in different situations.
|